Employ Candidates Compliantly in Libya

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  1. Overview: Libya
  2. Global HR Compliance
  3. Global PEO and payroll
  4. Work permit for hiring expats via PEO
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Global HR Compliance in Libya

If you hire an international workforce, or plan to hire, then Hiring and Firing Workforce in Libya Guide below will help you understand the nuances of labor legislation in the country.

When the company is planning to enter a new foreign market of Libya and has a need to employ a local national there, the first question to answer is how it is going to make local hires.

We have designed a Global Employer of Record service to help you outsource global employment of your foreign workforce to companies like ours.

This solution helps you employ your global sales force in Libya as well as in other 180+ countries of the world, and provide pay and benefits to your employees, as well as administer any business expenses with our help.

Our solution is different from other hiring modes in that it helps you engage your foreign workforce in full compliance with the local labor legislation. This means you are protected from any non-compliance and employee misclassification risks while we bear all employment risks, not you.

So, it looks very much like hiring your in-house sales force in your home country. However, you focus on only on your global business development while we admin your global HR. In addition, you don’t need to open your own entities in the foreign countries and can leverage our infrastructure in Libya instead. With our service, you can become a global company with reduced costs and minimized time and effort on your end.

Your employed foreign sales force will devote 100% of their time to your company product and may stay with you longer than foreign independent sales reps.

Global Employer of Record solution is 100% compliant solution that guarantees you and your employees fully compliance with local legislation in Libya .

We are experts in global workforce employment in Libya, and our goal is to become your single provider. Instead of working with numerous local staffing agencies and legal advisors, Acumen International can solve your global business challenges and save you time, costs, and resources.

Our team of English-speaking professionals frees you from working through language nuances. Acumen International works 24/7 and can assist you whenever you need, regardless of time zones. Our goal is to create tailored labor solutions for you that are managed legally and in full compliance with the local employment laws.

With our knowledge and deep understanding of local nuances, you easily satisfy your need for skilled professionals in your global industry. With our qualified local partners, you can trust that your global workforce satisfies all local tax, social security, and immigration requirements in Libya.

See Hiring and Firing Workforce in Libya Guide below for a general overview of labor rules and regulations in the country. Or contact us if you need to employ workers in Libya or would like to get more details.

Hiring and Firing Workforce in Libya Guide

# Employment contracts

The work contract is signed according the form set by the concerned authority and contract will be executed after its approval; after ascertaining its legal form and its agreement with this law, the contract should include all the necessary details to specify the parties’ rights and obligations and to be written in Arabic language in three copies; after its approval, copy to be delivered to each party and the third copy will be kept with the concerned employment office. If contract is not written, the laborer may prove his rights by all proof methods. Individual work contract is exempted from registration fees.

Contract may be signed for a specified period or work and may not be specified. If the period is specified and the parties continued its execution after the end of its period without renewal, the contract is considered as renewed for non specified period. If the contract is signed for execution of temporary work or seasonal or subject to nature, it will be renewed and execution of contract continued after completion of work agreed upon; the contract is considered as renewed for the necessary period to perform the same work another time. If the contract was for a specified period whether specified in the contract or according nature of work, the period may not exceed two years subject to renewal one time; the contract after that will not become renewed.

# Minimum (Statutory) Employment Rules and Regulations in Libya

# Hours of work:
Working hours should not exceed 48 hours per week and should not exceed 10 hours per day. Working hours may be reduced for some categories in industries and works as per GPC decision according proposal of the employer.

# Probation period:
Probation period is 30 days actual work from date of resuming work. Probation period is considered appointment if no decision is issued terminating the contract.

# Annual leave:
The annual leave is 30 days; and 45 days for persons whose age is 50 years or his service exceeded 20 years. Laborer or employee should not abdicate his leave and he may not be prevented from leave or leave to be postponed or cut except for necessity for the benefit of work or if he requested that. In all cases, the laborer or employee should enjoy at least 15 continued leave days in a year.

# Parental leave:
The woman has a right of maternity leave with pay for 14 weeks when submitting a medical certificate stating the expected date for maternity and this leave includes at least a period 6 weeks after birth and the leave is extended up to 16 weeks if more than one child is born. Woman’s work may not be terminated during pregnancy or absence during maternity leave except when there are justifiable reasons which are not related to pregnancy or maternity and berth complications or breast feeding The working woman has a right during the following 18 months of birth date to entertain with period or periods for suspending work during working hours for minimum one hour with pay for breast feeding her infant.

# Sick leave:
Laborer or employee is entitled paid sick leave or salary for a period not exceeding 45 continuous days or 60 days if not continuous during one year. The sick leave is granted according medical report from approved doctor and if the sickness is during his stay abroad, the sick leave is granted according medical report from approved doctor of Libya’s political mission or the authorized body. If the granted sick leave exceeded the period referred to in the previous para, the subject will be submitted to the specialized medical committee and legislations stipulated in the social insurance law will be applied. In all cases, the sick leave should not exceed 3 months during each year.

# Overtime:
The work which is executed in the hours which exceed the basic working hours which are decided legally

# State minimum salary:
The Libya minimum wage is 450 Libyan dinars per month ($325). The government heavily subsidizes rent and utilities. Libya’s minimum wage was last changed in March 2011.

# Employee dismissal:
The services of laborer and employee are terminated for the following reasons:

  1. The legally decided age for termination of service.
  2. Medical unfitness.
  3. Resignation.
  4. Convicted in one of the crimes or offences against honor or trust or security. If the verdict was a suspended sentence, the service of laborer or employee will not be terminated without prejudice to the disciplinary responsibility where appropriate.
  5. Death.
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